Premium Essay

Appraisal System Characteristics

Submitted By
Words 767
Pages 4
Characteristics of an Effective Appraisal System
Wright (1999) and Mondy et al., (2005) indicated that the system may also serve to assist in the making of administrative decisions concerning pay increases, transfers, or terminations. Organization should seek an accurate assessment of performance that permits the development of a plan to improve individual and group performance. The system must honestly inform people of how they stand with the organization. The following factors assist in accomplishing these purposes:
First: Job-related criteria
Evaluation criteria should be determined through job analysis. Subjective factors, such as initiative, enthusiasm, loyalty, and cooperation are obviously important; however, unless clearly shown to
…show more content…
Supervisors should also conduct appraisals covering similar periods for these employees. Although, annual evaluations are most common, many successful resorts evaluate their employees more frequently. Regularly scheduled feedback sessions and appraisal interviews for all employees are essential.
Fourth: Trained appraisers
A common deficiency in appraisal systems is that the evaluators seldom receive training on how to conduct effective evaluations. Unless everyone evaluating performance receives training in the art of giving and receiving feedback, the process can lead to uncertainty and conflict. The training should cover how to rate employees and how to conduct appraisal interviews.
Fifth: Performance reviews
A performance review allows them to detect any errors or omissions in the appraisal, or an employee may simply disagree with the evaluation and want to challenge it. Constant employee performance documentation is vitally important for accurate performance appraisals. Maintaining a continuous record of observed and reported incidents is essential in building a useful
…show more content…
There are several kinds of personal bias errors. Some can be conscious, such as blatant discrimination against someone because of sex or race. Or some supervisors might try to "play favorites" and rate people they like higher than people they don't like.
Halo effect The halo effect occurs when performance on a single task affects how the supervisor evaluates the employee on all other tasks. An excellent performance on one task could tend to make performances on all tasks look good. A poor performance can make all performances look equally as bad. To avoid the occurrence of the halo effect, the supervisor must evaluate each task separately.
Central tendency error A central tendency error occurs when a rater avoids using high or low ratings and assigns average ratings. Some supervisors stick to the middle when filling in rating scales. For example, if the rating scale ranges from 1to7, they tend to avoid the highs (6 and 7) and lows (1and 2) and rate most of their people between 3 and 5, this central tendency could mean that you rate all employees "average". That may distort the evaluations, making them less useful for promotion, salary, or counseling

Similar Documents

Premium Essay

Appraisal Systems

...the characteristics of the ideal appraisal system? In order for an appraisal system to be effective, it should possess the following characteristics: • Clear Objectives: The objectives of performance appraisal should be clear, specific, timely and open. • Reliable and Valid: Appraisal system should provide consistent, reliable and valid information and date. Appraisals should measure what they are supposed to measure. • Standardization: The appraisal form, procedures and rules should be standardized. There should be well-defined performance criteria and standards. Employees should be made fully aware of these standards as appraisal decisions affect all employees of the group. • Training: Evaluators should be given training in procedures and principles of appraisal. They should be provided with knowledge and skills in designing appraisals, conducting post appraisal interviews and correcting rating errors. • Fob Relatedness: The appraisal system should focus attention on job-related behavior and performance. It should provide information on job related activities and areas. • Mutual Trust: Before introducing the appraisal system, a climate of mutual trust, cooperation and confidence should be created in the organization. Under the system, the employees should be treated in a supportive manner. • Feedback and Participation: The ratings should be communicated to both the employees and the raters. The employees should get information on their performance and the system......

Words: 1040 - Pages: 5

Premium Essay

Scholfield Honda

...Outline “Personal Appraisal” Kelli Barnes Everest University Outline “Personal Appraisal” 1. Clear Objectives: A. Both the individual employee as well as the organization should benefit from a fair appraisal system. B. The performance appraisal should be clear, specific, timely, and open. 2. Reliable and Valid: A. Valid information, date, reliance, and consistency should be provided in a performance appraisal. 3. Standardization: A. The criteria and standards should be well defined. B. The corporation should inform the employee of these standards. 4. Training: A. The person that is giving the appraisal should be trained on the procedures and principles of the appraisal. B. They should have the knowledge and the skills in conducting and designing appraisals. 5. Job Relatedness: A. The appraisal should relate to the job activities and the behavior and performance of the employee. 6. Balanced Trust: A. The employee should be treated with trust and a supportive manner. 7. Feedback and Participation: A. The performance appraisal should be open and participative. B. Goal setting should always include the employee and their thoughts. 8. Help Focus: A. The employee should not be personally judged through the appraisal. B. The employee should be assisted in reaching their full potential. 9. Recognition of Differences: A. The appraisal must be designed to meet the needs......

Words: 1163 - Pages: 5

Free Essay

Barriers of Performance Appraisal

...Personnel appraisals, although very widely used, have well-recognised shortcomings and limitations. Even when the process emphasises appraisal rather than counselling, it is far from universally satisfactory. There are certain barriers which work against the effectiveness ol appraisal system. The identification of these barriers is necessary to minimise their impact on the appraisal system. Among the principal barriers to effective appraisal programmes are: 1. Faulty assumptions, 2. Psychological blocks, and 3. Technical pitfalls. (1) Faulty Assumptions Because of the faulty assumptions of the parties concerned—superior and his subordinate—in appraisal system, it does not work properly or objectively. These assumptions work against an appraisal system in the following manner: (i) The assumption I hat managers naturally wish to make fair and accurate appraisals of subordinates is untenable. McFarland feels that both .superiors and subordinates show tendencies to avoid formal appraisal processes, as well as to heed them in their respective work roles. Their organisational roles, and partly in technical deficiencies and the unwise management of appraisal policies and procedures. (ii) Another faulty assumption is that managers take a particular appraisal system as perfect and feel that once they have launched a programme, that would continue forever. They expect too much from it, and rely too much on it, or blame for their faults. It should be recognised that...

Words: 1254 - Pages: 6

Premium Essay

Performance Management

...understand and recognize their part in contributing to the organisation’s success and thereby managing and improving the performance of both the individuals and the organisation. People must be managed to deliver superior performance that is in alignment with the values of the organisation. There is no easy or universally accepted definition of performance management. Nevertheless, it seems possible to recognize three major perspectives of performance management (Palan, 2002): 1. Managing organisational performance. 2. Managing employee performance, and 3. Integrating the management of organisational and employee performance. (Rogers, 1999) defines that the characteristics of performance management systems for managing organisational performance are that they are corporate systems which include the following processes as part of an integrated cycle of management: * Setting corporate policy and resource aims and guidelines, * Specifying within the above framework, a detailed set of plans, budgets, objectives, targets and standards of performance, and * Regularly and systematically reviewing the performance of all series. 1.1 Current Trends and challenges of implementing an effective Performance Management. How we can identify the suitable attributes for improvement? Filmer (2013) stated that the performance management process has been an established business practice for more than 50 years, yet for many organisations, it remains one......

Words: 7702 - Pages: 31

Premium Essay

Global

...company employee who is supposed to do his job ordinarily. Young talented employees are always promoted rapidly.  Every activity undertaken by every employee, from a person’s folding technique to the way advisers (floor salespeople are called advisers) return charge cards to customers (Japanese style, with two hands and full eye contact) are recorded and analyzed. The firm is now building a Uniqlo University in Tokyo where 1,500 new store managers will be trained each year. Japanese Fashion Chain UNIQLO Introduces Worldwide Equal Pay System Across Its Stores The introduction of these new policies will mean Japanese and foreign employees will be working under the same conditions and therefore subject to the same systems of evaluation with regard to their performance and attitudes towards work.  It is believed that with everyone being on an equal footing, worldwide competition will also heat up. On the other hand, if the new pay system takes root it could mean a decrease in Japan’s comparatively high pay rates. Another area of difficulty is the so-called Japanese corporate work culture which has not much considerations for a work-life balance Make English as Uniqlo’s official corporate language Fast Retailing, operator of the Uniqlo apparel chain, wants to make English more common in its offices by 2012 and...

Words: 3337 - Pages: 14

Premium Essay

Hrm Developement

...ASSIGNMENT ON PERFORMANCE APPRAISAL SYSTEM MBA HRM ASSIGNMENT COMPARATIVE METHOD METHODS OF PERFORMANCE APPRAISAL Once the employees has been selected, trained and motivated, he is then apprised for his performance. Performance appraisal is the step where the management finds out how effective it has been hiring and placing employees. If any problem is identified, steps are taken to communicate with the employees and to remedy them. So “so a performance appraisal is a process of evaluating an employees performance of a job in terms of its requirement “ Several methods and techniques of appraisal are available for measurement of the performance of the employee. The methods and scales differ for obvious reason. First they differ in sources of traits and qualities to be apprised. The quality may differ because of difference in job requirements. Second they differ because of different kinds of workers who are being rated .third the variation may be caused by the degree of precision attempted in an evaluation. Finally they differ because of the method used to obtain weighting for various traits. The performance appraisal method is divided into three categories these are Trait-based method Behavioral method Comparative method Result oriented method The part concerned with me is the comparative methods There are so many methods which are include in comparative method but the most important and most popular......

Words: 1278 - Pages: 6

Premium Essay

Performance Appraisals

...Willean Guiden 11-23-2014 MBA 533 An effective performance appraisal should serve as a motivational tool and justification of an implemented reward system for both the employee and manager performing the appraisal. The performance appraisal allows the manager to relate employee expectations and results to the intended employee with the ability to have a conducive conversation about results and improvement mechanisms. The employee is also able to share his or her intended career path plans with the employer and both are able to align goals in order for the intended results to be accomplished. The purpose and process of the appraisal should be explained to the employee before the appraisal procedures begin. Also, the manager should ensure that the employee understands his or her job description, qualifications and responsibilities before the appraisal meeting takes place. Previous job skills and qualifications should be discussed to better assist the employee to understand how far they have grown professionally and within the organization from the previous year(s). Quantifiable established goals should be examined and together, the manager and employee should determine whether those goals have been met. The appraisal score should be calculated after the appraisal meeting to give the manager enough time to take in consideration any statements the employee has stated. An effective performance appraisal will determine if the employee will receive a pay increase or bonus....

Words: 899 - Pages: 4

Premium Essay

Performance Appraisal

...In my opinion, Jennifer is more than right regarding the need for formal assessment of employees. Mel’s approach based on simple evaluation of timely fulfillment of working duties by the employees might reduce motivation and lead to high turnover because of little progress for certain employees (Bohlander & Snell, 2009). Use of formal criteria of performance evaluation and provision of well-grounded feedback on the results of performance review is going to lead to many significant improvements regarding employee compensation, recruitment, improvement of performance of the whole company, etc. Formal evaluation of workers will also reduce potential subjectivity bias regarding employee performance. In case of performance assessment involving elements of 360 degree feedback or similar approaches (Linman, 2004), balanced opinion of the team will be used for performance estimates rather than personal views of a certain manager. 2. After reading through the course materials, and learning more about the various applications of performance feedback, what response can she give Mel to explain the value and application of that feedback? This should be a well developed response for Mel incorporating concepts you are learning related to appraising performance. Formal evaluation of performance and corresponding managerial feedback are expected to lead to enhanced engagement of employees into the working process, better explanations of managerial decisions and better shaped......

Words: 1267 - Pages: 6

Premium Essay

Performance Appraisal

...Performance Appraisal>BBNP4103 INTRODUCTION TO PEMBINAAN ABDULLAH SDN BHD Established since 1986, Pembinaan Abdullah Sdn. Bhd. has commenced business in activities involving infrastructure and production works. Along the years, the company has ventured into housing development and building construction. In 2005, the company expanded into agricultural palm oil and hotel industries. PA has also invested in resources that have been allocated in research and development into biochemical fields, tourism development and other fields both in house as well as external consultant. Mission Statement Pembinaan Abdullah Sdn Bhd is dedicated to provide the best quality service that meets every customer's need. We shall build long term partnerships and enhance our stake holders’ value and shall strive to be the first choice in the construction industry through continuous improvement. Quality Policy  The Company is committed to meet our customer' specification/requirement to ensure our customer's satisfaction, with quality assurance integral to all our activities and strive for continuous improvement.  Pembinaan Abdullah Sdn. Bhd. shall integrate quality practices in all the management and operational functions of the company. Quality shall encompass all the properties of services and products that give it the capacity to create satisfied customer.  To ensure that the customers' specification/requirement is met, Pembinaan Abdullah Sdn. Bhd. shall strive for high......

Words: 2794 - Pages: 12

Premium Essay

Hr Management

...the efficiency and effectiveness of the workforce? The answer is, through the implementation of a competent performance appraisal system. In light of the results of the recent employee survey conducted, there are both real and perceived issues that exist between HR and the management team. The lack of cohesion within the organization has resulted in low employee morale which affects performance and ultimately, profitability. The purpose of this presentation is to explain the merits of a good performance appraisal system, for both individuals and teams of the organization and to show how it will help to resolve the problems uncovered by the survey. Moreover, my intention is to describe the process for assessing team performance and the differentiating factors for executing an appraisal for an individual versus a team in an organization. Lastly, the board of directors asked for a report with regard to succession planning in the last board meeting. I want to describe the benefits of succession planning and propose a solution for the implementation of succession planning in our organization. Performance Appraisals Performance appraisals, when properly used, are an essential and invaluable tool in the managers arsenal to plan and control productivity. Managers should use appraisals for the proliferation and oversight of their subordinates. For example, appraisals can be used to determine promotions, commendations, and terminations, as well, they are permissible......

Words: 3327 - Pages: 14

Premium Essay

Hrm - Case Study Chap 7

... (PPT 7.1-7.2) An important function of effective management is accurate measurement of employee performance. This chapter discusses the foundation, design, and implementation of performance measurement systems. In addition, it describes the principles of effective performance management so that the reader will have an understanding of how to create a positive appraisal environment. ANNOTATED OUTLINE I. What is Performance Appraisal? (PPT 7.3) Performance appraisal involves the identification, measurement, and management of human performance in organizations. Organizations usually conduct appraisals for administrative (a decision about an employee's working conditions, including promotions and rewards) and/or developmental (a decision concerning strengthening the employee's job skills, including counseling and training) purposes. Dissatisfaction with appraisals is rampant. HR professionals, line managers, and employees voice dissatisfaction. Many workers have difficulty with appraisal, which may account for the short life span of the average appraisal system. II. Identifying Performance Dimension (PPT 7.4) The first step in the performance appraisal process is identifying what is to be measured. Managers must identify the aspects or dimensions of performance that determine effective job performance. This process seems simple, but it can be quite......

Words: 5141 - Pages: 21

Premium Essay

Organizational Structure

...several tasks are given to recruit the right the people for the right positions and that includes job analysis, job design, selection and performance review. This paper will discuss the approaches and strategies that will be utilized and the advantages and disadvantages of each. Job Analysis Approaches There are several approaches to job analysis that can be used with our organization that would be beneficial, but each analysis has its pros and cons. The Position Analysis Questionnaire (PAQ) approach was developed by McCormick, Jeanneret and Mecham in 1972 is a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. It measures job characteristics and relates them to human characteristics. The analysis is divided into six categories: interpersonal activities, work situation and job context, miscellaneous aspects, information input, mental processes, and work output. (Noe 2014) Although tedious in its format the advantages to this approach are that it’s extremely reliable which can be replicated on a second administration; the format of this method includes both data collection and computer analysis and can yield results much faster than other methods. With pros, there are also cons and with this method the cons are that the language of the results is often difficult to read (a higher reading level than most), and the language is not job specific. Another......

Words: 2161 - Pages: 9

Premium Essay

Performance Appraisal:Works or Not

...Performance Appraisal: Works or Not Performance appraisal is “a process, typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success”. It is a core part of the specific aspects of human resource management, and any activity of human resource management is inseparable with the performance appraisal. It helps employees recognize the problems and deficiencies in their work and promote them to improve continuously by doing the appraisal of their work performance. And during the process of appraisal, it can discover the potential of individual employees to develop their proficiency in an all-round way. It provides a basis for the development of human resource planning and human resources decision-making. The quality of performance appraisal is related to the development of individual employees, the success of business, and the promotion of making human resource management more scientific and standardized. To be specific, performance appraisal has five significances for human resource management: First, the information that performance appraisal provided about the employees is one of the important source for the formulation and the adjustment of human resource management. The result of performance appraisal can often reflect the potential problem and new possible growth point of human resource management system, and it provide a precious reference to improve the next stage......

Words: 2388 - Pages: 10

Premium Essay

Coca-Cola Performance Appraisal

...1.0 Introduction In this assignment, is to study Coca-Cola to evaluate the Coca-Cola with the Performance Management and Appraisal. First, this assignment write about the definition of the Performance Management and Appraisal, after that will explain methods of evaluation will not only cover traditional mended but also modern method, it will ensure this assignment will get a picture what the current environmental of the Coca-Cola Second, will introduction background of the organization which is Coca-Cola. Then will be describe how the organization related with the performance management and appraisal to their employee in its operations. After than that, will write a recommendation based on the limitation of the current operation, giving the better solution to help Coca-Cola for better operation. Conclusions based on all the collecting information. And what I have learned on this project. 2.0 Definition of Performance Appraisal The organization to achieve the goal of individual employees to achieve their goals, the degree of success is very important in determining the effectiveness of the organization. Therefore, how to meet their personal goals to assess the success of employees to be an important part of a human resource management. People are different, their abilities and aptitudes. These differences are natural, and cannot be given the same basic education and training to a large extent, they may even be eliminated. There will be some differences,......

Words: 2496 - Pages: 10

Premium Essay

Hrm Practices in Marcantile Bank Ltd

...“Design A Smart Appraisal System for Modern Organization” Submitted to: Khan Sarfaraj Ali Associate Management Counselor Bangladesh Institute of Management (BIM) Submitted by: Md. Mamun Hossain Personnel Management Evening Batch Roll: 15 Bangladesh Institute of Management (BIM) Date of Submission: August 02, 2009 Table of contents SL No Topic Page No. 01 Introductory Discussion 1 02 Methods of performance Appraisal 03 Traditional Methods of Performance Appraisal 04 Modern Methods of Performance Appraisal 05 Performance Appraisal Review Form 06 Conclusion 07 Bibliography Executive Summary Performance Means the degree or extent with which an employee applies his skill, knowledge, and effort to a job, assigned to him and the result of that application Functions of Performance Appraisal includes to identify and define the specific job criteria, to measure and compare the performance in terms of the definite job criteria . KSAs are set to measure job performance in quantitative or qualitative terms. To develop and justify a reward system, relating rewards to employee performance. To identify the strengths and weakness of employees and to decide on proper placement and promotion. To develop suitable training and developments programs for enriching performance of the employees. Methods of Performance Appraisal......

Words: 2464 - Pages: 10